Contents
SMART goals (SMART)
- SMART - Goal definition.
- Approach in 6 steps.
- Advantages of SMART goals.
Objectives and key results (OKR)
- Define objectives and key results.
- OKR principles and quality criteria.
- Differentiation between output and outcome thinking.
- OKR cycle: Review and Retrospective.
Key Performance Indicators (KPI)
- What constitutes a KPI?
- Define KPIs.
- KPIs versus OKRs.
Application variants
- Formation of operational goals based on strategies.
- Anchoring of target and incentive culture.
- Linking ambitious targets to remuneration components.
- Focus on results and value contribution.
- Successful incentive systems as a retention tool for Employees.
- Proven target controlling techniques.
- Target agreements coupled with variable remuneration? Advantages and disadvantages.
- Dealing with over-performers.
Implementation of ZV in the HR concept
- Structured target agreement process.
- Organizational requirements and possible adjustments.
- Role of company management, executives and HR.
- Embedding in an overall HR concept.
- Concept development, communication and secure anchoring.
- Improving organizational performance through goal orientation.
Decisive success factors
- Create incentives that work: What is really worthwhile?
- Prevent misunderstandings: How to have successful target discussions.
- Professional goal setting/target setting.
- Review your goals: Feedback culture, milestones and successful target monitoring.
Resistance and stumbling blocks
- Dealing with resistance and conflicts.
- Role of the manager in MbO implementation.
- Fundamental decision of the company management.
- Targets and remuneration options complement the management culture.
- Robust guidelines from organizational management and support from HR.
Learning environment
In your online learning environment, you will find useful information, downloads and extra services for this qualification measure after you have registered.
Your benefit
In this training, which is based on proven business practice, you will learn,
- how to turn target approaches into functioning target agreements.
- how to formulate strategies and targets into clear objectives.
- how you can use target agreements and modern remuneration systems to ensure efficient management and give Employees an understanding of your corporate goals.
- How to set up target agreements conceptually, use them company-specifically and optimize them.
- how to advise your management on the introduction and application.
- how you can use target agreements to sustainably support strategic alignment, management culture, HR work and company success.
Organizations that have introduced successful remuneration systems and target structures generally perform better than others. Use the advantages of modern incentive systems to your advantage.
Methods
training with workshop character, experts, group work, checklists, practical tips, best practice models, case studies.
Recommended for
Managing directors, HR manager and trainers, HR experts, managers who want to achieve success with clear goals.
Also suitable for HR officers who want to professionalize their area with new tools.
Further recommendations for "Target agreement systems: design, implementation and application"
Attendees comments
"Excellent course of the seminar especially during the seminar but also the punctual delivery of the material and technical support prior to the start of the seminar. Great open discussions."

Seminar evaluation for "Target agreement systems: design, implementation and application"







8648
Start dates and details
Monday, 14.07.2025
10:00 am - 6:00 pm
Tuesday, 15.07.2025
09:00 am - 4:00 pm
The participation fee includes
- one joint lunch per full seminar day,
- Catering during breaks and
- extensive working documents.
The participant will settle the hotel accommodation costs directly with the hotel. You will find a reservation form for hotel bookings in your learning environment.

Thursday, 20.11.2025
09:00 am - 5:00 pm
Friday, 21.11.2025
09:00 am - 4:00 pm
Wednesday, 04.02.2026
10:00 am - 6:00 pm
Thursday, 05.02.2026
09:00 am - 4:00 pm
The participation fee includes
- one joint lunch per full seminar day,
- Catering during breaks and
- extensive working documents.
The participant will settle the hotel accommodation costs directly with the hotel. You will find a reservation form for hotel bookings in your learning environment.

Thursday, 12.03.2026
09:00 am - 5:00 pm
Friday, 13.03.2026
09:00 am - 4:00 pm
The participation fee includes
- one joint lunch per full seminar day,
- Catering during breaks and
- extensive working documents.
The participant will settle the hotel accommodation costs directly with the hotel. You will find a reservation form for hotel bookings in your learning environment.
Target agreements as a performance incentive
In many companies, target agreements are an integral part of employee management. The management tool of target agreements is used to align individual tasks with company goals and promote focused work among the workforce. A target agreement is an agreement between - on the part of the company - usually the manager and the employee of an organization. The components of the target agreement are a performance or key figure to be achieved within a clearly defined period and a defined remuneration in return. The defined remuneration systems are usually variable, as they are performance-related. Multi-level remuneration models are often used.
What are remuneration systems?
Remuneration is the equivalent value for an expected or rendered service (also known as salary or remuneration). By agreeing on a remuneration system, several objectives that are important for the supply situation are pursued and the remuneration system fulfills various functions: Distribution function, control and incentive function and innovation function.
Remuneration systems are generally categorized according to the following factors:
- performance-related remuneration
- social remuneration
- performance-related remuneration